Ob Group5 Secb

8/13/2019 Ob Group5 Secb

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Organizational Culture

&

Work life Balance

Group No. 5 (Sec B)Pratik(PGP13105)

Deba Pratim (PGP13084)

Vineet(PGP13127)

Neelakshi(PGP13098)

Priyanka(PGP13106)

Krishna(PGP13092)


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Introduction

Organization following Domore with lessprincipal results stress .

Indian workers on average approximately get ten paid holidays per year while Britishworkers average twenty-five holidays and German employees thirty. Indians worktwelve weeks more a year in total hours than Europeans.

They decided to stay at work and use their vacation time to get caught up on theirincreased workloads.

The work life balance for an employee is driven by the organizational culture that

has been followed in the organization. Organizational culture defines howemployees should behave in a given set of circumstances.

Purpose

The purpose of this research involved analyzing the organizational culture ofdifferent industry segments Indian Multinational

Foreign Multinationals in India Indian Corporates, and Government and Public sector units

What factors of the organizational culture influences the work life balance and towhat extend?

What are factors that hinder the work life balance and to what extend?


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Executive Summary The primary objective of the research is to link the work culture with work life balance and to

determine which work culture provides relatively better work life balance.

Surveyed 131 people from different work culture backgrounds (Foreign Multinational Companyfunctioning in India, Indian Multinational Company, Indian Corporate Company (Non Multinational) )

Surveyed people with respect to 18 distinct factors which would affect their work life balance, either

positively or negatively. E.g. Flexi Work Timings, Support from managers and factors such as

continuous work schedule, work pressure

Surveyed extend to which these factors influence or would have influenced their work life balance or

hinder their work life balance.

Average Work life balance on index of 10

Foreign 6.8

Indian Multinational 6.3

Indian Non corporate 5.8

Foreign Multinational was a leader in almost all categories except few categories such as Support for

family. Indian organizations were analyzed to exhibit conservatism in terms of factors such as flexible

working hours and facilities such as work from home facilities

Factors that hinder, negatively influence the work life balance were observed to be more in Indian

corporate and Indian multinationals.

Factors positively influencing the work life balance were more valued by the employees whose

employers already provided the same than the employees whose organization dontprovide it.


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Research Background

Out of the 131 people

51% Foreign multinational company

31% Indian Multinational Company

12% Indian Corporate

6% Other(Government/PSU)

Sectors IT, Banking, Manufacturing, Steel, Hotel

Average work experience is 24 Months.

Average Work Life Balance Index 6.6/10

Work Life Balance:

Work life balance is a concept which

includes proper prioritization between

work (Career and ambition) and life style

(health, pleasure, leisure, family and

spiritual development).

Organization Culture:

OrganizationCulture includes the organization

values, visions, norms, working language, systems,

symbols, beliefs and habits


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Flexible work, shift hours/ Work from home

50% of total working time of the day, while the

rest of the working day is Flextime

Advantages

Allows employees to adopt their work hours

Public transport schedules flexibility.

Road Traffic avoidance.

Increased Productivity.

Reasons/Disadvantages

Lack of trust

Misuse of facility


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Level of Influence for Flexi Timings and

work life balance

Of the people who have the flexibility of

the work hours the average level of

influence was 3.91~4

Among those who donthave the facility

of flexible work hours the level of

influence is 3.33 which lies between

moderately influencing to High

Influencing.

Of the people who have the Work From

Home Facility the average level of

influence was 4.054 which indicates it

has a very high influence on their work

life balance,

Among those who dont have the Work

From Home Facility excluding the

industries such as Manufacturing and

production where work from facility is

not available the level of influence is

3.03 which indicates that it moderatelyinfluences the work life balance.

Both Flexi timings and Work from home facility

have been rated as one of the top influential

factors for work life balance.


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Paid overtime/Compensatory of after working on

HolidayOvertime is the amount of time someone works beyond normal

working hours. Normal hours may be determined in several ways:

o By custom (what is considered healthy or reasonable by

society)o By practices of a given trade or profession,

o By legislation,

Upon working on holiday employer should give compensatory

off to the employees

Even though strict law exist most employers dont compensate

their employees for working extra through monitory benefits,

Most nations have overtime labor laws designed todissuade or prevent employers from forcing their

employees to work excessively long hours.

Even though strict law exist most employers dont

compensate their employees for working extra through

monitory benefits.
http://en.wikipedia.org/wiki/Labor_lawhttp://en.wikipedia.org/wiki/Labor_lawhttp://en.wikipedia.org/wiki/Labor_lawhttp://en.wikipedia.org/wiki/Labor_law


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Level of Influence Paid

Overtime/Compensatory Off

The average level of influence for paid overtime is 2.8

The average level of influence for Overtime/Compensatory Off is 3.3

People do not prefer receiving monitory benefits to compensate their work life

balance


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Support from colleagues

The demand to improve productivity has created a workplace environment of intense competition

and increased stress for many. Paradoxically, these conditions often stymie organizational efforts to

become more efficient and effective. Support from colleagues is very important in organizations

since it reduces workplace stress and helps in increasing productivity of the employees.


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High Work Pressure

High Work Pressure is stress involving work Defined in terms of its physical and physiological effects on a person and can be a

mental, physical or emotional strain

Can occur when there is a discrepancy between the demands of the

environment/workplace and an individuals ability to carry out and complete these

demands

Factors contribute to workplace stress:

o Negative workload

o Isolation

o Extensive hours worked

o Toxic work environmentso Lack of autonomy

o Difficult relationships among coworkers and management

o Management bullying

o Harassment and lack of opportunities or motivation to advancement in ones

skill level`


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Data Analysis:

78% of the employees working inIndian multinational say that theywork under high pressure and 22%says that they dont work under any

type of pressure. 57% of the Indian Corporate (Non-

MNC) employees say that they workunder high pressure,

On a scale of 0 to 5, Average score ofthose employees who said yes is 3.60which shows that high work pressurehas moderate to high level of

hindrance in their work life balance. On the other hand average score of

those employees who said no is 3.48which is again somewhere betweenmoderate to high level of hindrance.


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Option to RelocateData Analysis:

62% of the Indian multinational employeeswho responded our survey says that they

dont get options to relocate in sameorganization according to theirconvenience.

58% of the foreign multinational employeeswho responded says that they are notallowed to relocate.

71% of the employees responded who areworking in Non-MNC Indian corporate saysthat they dont get any chance to relocate.

On a scale of 0 to 5, Average score of thoseemployees who said yes is 3.13 which isslightly high than moderate influence. Itshows that this feature has moderateinfluence for those who said their companyallows them to relocate.

On the other hand for those who said theircompany doesnt allow them to relocate theratio is 3.11


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Able to spend quality time with familyData Analysis:

57% of the Indian multinational employees who

responded our survey says that they are not able to

spend time with their family

35% of the foreign multinational employees whoresponded say that they dont get much time for

their family.

57% of the employees responded who are working

in Non-MNC Indian corporate says they dont spend

much time with their family because of long working

hours.

On a scale of 0 to 5, Average score of those

employees who said yes is 2.82 which is slightly less

than moderate influence. It shows that this featurehas less than moderate influence for those who said

their company allows them to include family/friends

at organization related social events.

On the other hand for those who said their company

doesnt allows them to include family/friends at

organization related social events, the ratio is 2.81.


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Time off for emergencies

Employees will need to take time off

from work from time to time for avariety of different reasons, otherthan planned annual leave.

90% said that their employerprovides the facility for time off inemergencies

Out of 131 responses, 37% (highest)of the respondents said that thisfactor has a very high positiveinfluence in their work life balance.34% said that it has a high positiveinfluence on their work life balance.

Only 2% said that it has no influenceon their work life balance.

Time Off for emergencies


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Privilege Leave benefits

Privilege leaves plans are more

flexible because they don't

distinguish employee absences

from personal days, vacation

days, or sick days. They are

usually attractive to younger

workers, who tend to

rate work-life balance as an

important source of job

satisfaction.

94% have said that that their

employer provides them with

the facility of privileged leaves.

Also, 71% respondents saidthat leave benefits highly

influences their work life

balance positively. 4% said that

privileged leaves have very low

influence on their work life

balance. Only 6% said that it

has no impact on their work

life balance

Leave benefits (marriage/maternity/paternity/family care)

Privilege Leave benefits


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Odd Working Hours 43% of employees working in Foreign MNCs set up in India have odd working

hours, while only 75% employees of Indian MNCs have odd working hours. 37% of

employees working in Indian non-MNCs say they have to work in odd workinghours while employees of other type of organisations say this data is 50-50.

Overall 53% employees say they have odd working hours.

Those who has to work for consistently long working hours say they feel work

pressure 3.6 on a scale of 5 while others say its3.3


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Continuous Travelling Schedule 9% employees working in Foreign MNCs set up in India say their job requires

continuous travelling schedule, while 12% employees of Indian MNCs have odd

working hours. 19% of employees working in Indian non-MNCs say they have to

travel frequently for job requirements, while 12% employees of rest of the

organization types say they have to travel frequently.

Overall 11% of employees say they have to travel continuously for job

requirements.

Those who have to travel consistently they say it matters 3.5 on a scale of5(numerically), while others say its 2.8.


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Consistently Long Working Hours 35% employees working in Foreign MNCs set up in India they have to work

consistently for long hours (More than 48 hours a week), while same figure is 51%for Indian MNCs, 56% for Indian non-MNCs and 75 % for other type of

company/organization.

Overall 45% of employees say they have to work for consistently long hours.

Employees who work consistently long hours say it matters 3.7 on a scale of

5(numerically) for their work life balance, while others say its 3.3.


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Facility for family

Facilities for family given by company to its employers are one of the most

important secondary factors that define a person satisfaction needs in terms

of job satisfaction and keeping work life balance. In most of the cases

employers family is fully dependent on him. So, indirectly itsthe companys

responsibility to bring out maximum from its employers that they keep its

employer satisfied. Facilities can be-

Medical Facility

Educational Assistance

Financial Assistance


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Conclusion The data collected against these factors gave sufficient insight to make an

estimated guess that how much each of these factors plays a role in work lifebalance.

It was observed that the work life balance of the people working in amultinational company work culture had a better work life balance index thanthe employee working in Non MNC and other sector.

One interesting things which came out of these data is that "more local theorganization lesser the work life balance (with respect to most of the factors)".

We observed that foreign multinational companies where employees have

higher work pressure and long working hours comparatively , gives very highimportance to work life balance of their employees by compensating in termsof providing flexi work timings and work life balance, facilities which are alsooffered in some of the Indian companies but with conservatism.

In terms of providing family support and involvement of families with theorganization, Indian companies did better than the foreign multinationalcompanies.

It was also analyzed that the factors that positively influence the work lifebalance were more valued by the employees whose employers alreadyprovided the same than the employees whose organization do not provide thesame.

After this study we could conclude that there is a strong correlation betweenwork cultures of organizations and the work life balance of the employees

working in the same.


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Thank You

Documents

Ob Group5 Secb